Job Title

Job Title: Manager – Talent AcquisitionFunction: Human ResourcesLocation: [Corporate Office]Reporting to: Lead – Talent AcqusitionRole PurposeThe Manager – Talent Acquisition is responsible for designing and executing end-to-end recruitment strategies for a manufacturing organization for it's Plants across India and R&D Centre, covering leadership, senior management roles as well as junior plant level roles. The role focuses on building a strong talent pipeline, reducing time-to-hire, ensuring quality hiring, and strengthening employer branding in manufacturing talent markets.Key Responsibilities1. Talent Acquisition Strategy- Develop and implement an annual recruitment plan aligned with manpower budgets and production plans. - Forecast hiring needs for plant operations, maintenance, quality, engineering, supply chain, EHS, and corporate functions. - Build sourcing strategies for critical and hard-to-fill manufacturing roles.2. End-to-End Recruitment- Manage full-cycle recruitment: workforce planning, sourcing, screening, interviewing, offer management, and onboarding. - Drive bulk and volume hiring for shop-floor and technician roles during ramp-ups or new lines/projects. - Coordinate with plant heads, department managers, and HRBP teams to close positions within defined TAT.3. Sourcing & Talent Pipeline- Leverage multiple sourcing channels: - Job portals, referrals, staffing partners - ITIs, Diploma colleges, Engineering colleges - Local talent markets near plant locations - Build and maintain talent pools for recurring manufacturing roles. - Strengthen vendor management and control recruitment costs.4. Campus & Early Talent Hiring- Lead campus hiring programs for ITIs, polytechnics, and engineering institutes. - Design apprentice, trainee, and graduate engineer programs in coordination with L&D. - Manage pre-placement talks, selection processes, and onboarding.5. Stakeholder Management- Act as a recruitment advisor to business leaders and plant management. - Ensure hiring decisions balance skill fit, cultural fit, safety mindset, and cost considerations. - Provide regular hiring dashboards and updates to leadership.6. Employer Branding & Process Excellence- Enhance employer branding in local and regional manufacturing talent markets. - Ensure recruitment processes comply with labour laws, company policies, and audit requirements. - Continuously improve recruitment processes using data, metrics, and market insights.7. Recruitment Metrics & Reporting- Track and improve key TA metrics: - Time to hire - Cost per hire - Offer-to-joining ratio - Attrition within 90 days - Maintain accurate MIS and recruitment documentation.Key Skills & Competencies- Strong understanding of manufacturing hiring (shop-floor, technical & plant roles) - Stakeholder management and negotiation skills - Knowledge of labour markets, wage structures, and hiring cycles - Vendor management and cost optimization - Data-driven decision making and recruitment analytics - High ownership, execution focus, and problem-solving mindsetQualifications & Experience- MBA / PGDM in HR or equivalent qualification - 6–10 years of experience in Talent Acquisition, preferably in manufacturing / chemical / building material industries - Hands-on experience in manufacturing hiring, r&d hiring, and leadership hiring - Exposure to multi-location or greenfield project hiring is an advantageSuccess Indicators- Timely closure of critical and volume roles - Reduced time-to-hire and cost-per-hire - High quality of hire and early-stage retention - Positive hiring manager feedback - Strong bench of ready talent for manufacturing needs